1. Introduction
Mentoring creates a relationship between a more experienced individual, usually a mentor, and a less experienced individual mentee, ensuring transfer of the skills from the more experience to lower experienced individual, promoting the development of mentee in a specified capacity. Mentoring systems have been used in many organisations to enhance career development, skill development, planning succession and to add value when one wants to implement equity plans. The systems have practically promoted people development in various organisations. The process of mentoring develops mentee value and character, giving the mentee relevant information and skills. (Fisher & Learner, 2005, pp. 722). With the Mentees with special needs, the mentor provides emotional support, and special ideas which are relevant to the specific need of the mentee.
Mentoring systems have been used in many institutions to focus on the specific activities and operating system of the organisation. Among these organisations include the business firms, and learning/educations organisations. In learning organisations, schools have shown to have implemented the mentoring system to help the young and old students to achieve their goals, raise education level of individual by raising the achievements, and reduce barriers which many students encounter in their learning process. To reduce the barriers, the mentors collaborate with the mentee in identifying and addressing the barrier and finding a long lasting solution.
The mentoring systems have other areas in which they focus. Among these areas is the child learning where it supports the whole child in learning. In this case, the system ensures the child has received a high quality and consistent mentoring process which enables the child to learn, and grow socially, and to achieve education goals. (Nash, 2003, pp. 39-47). The organisations’ leaders are supposed to create a favourable atmosphere for the mentoring to take...